Is there a relationship between personality type and preferred conflict-handling styles? An exploratory study of registered nurses in southern Mississippi
Version of Record online: 8 SEP 2008
© 2008 The Author. Journal compilation © 2008 Blackwell Publishing Ltd
Journal of Nursing Management
Volume 16, Issue 8, pages 921–932, November 2008
How to Cite
WHITWORTH, B. S. (2008), Is there a relationship between personality type and preferred conflict-handling styles? An exploratory study of registered nurses in southern Mississippi. Journal of Nursing Management, 16: 921–932. doi: 10.1111/j.1365-2834.2008.00918.x
- Issue online: 28 NOV 2008
- Version of Record online: 8 SEP 2008
- Accepted for publication: 18 April 2008
Aim(s) The purpose of this study was to determine the relationship between different personality factors of female registered nurses and their method of dealing with conflict.
Background Conflict is both necessary and absolute and factors that influence development and resolution of conflict include personality traits.
Methods Ninety-seven female registered nurses working in three health care facilities in south Mississippi participated in this quantitative study.
Instruments The instruments used were the Myers Briggs Type Indicator and the Thomas Kilmann Mode Instrument, which are forced choice questionnaires resulting in numerical data.
Results There was not a statistically significant correlation between female registered nurses’ personality factors and methods of dealing with conflict.
Conclusions The literature reveals that interpersonal conflict among nurses is a significant issue for the nursing profession. However, according to this study, there is no relationship between registered nurses’ personality factors and methods used to deal with conflict.
Implications for nursing management The United States is faced with a serious nursing shortage, in part due to job dissatisfaction related to conflict in the workplace. Understanding conflict management styles can increase registered nurses’ positive conflict outcomes and lead to improved relationships, increased job satisfaction, and increased retention of registered nurses.